Marijuana Dispensary in Denver, Colorado

Rocky Mountain Cannabis is committed to accountability through honest and open communication with our internal and external communities. To ensure that our intent to be a constructive and helpful member of our community, we will integrate the following practices into all of our registered neighborhood organization relations:

• We will create and dispense an annual community impact newsletter to be sent to our RNOs for the purpose of keeping them apprised of our ongoing, cumulative efforts to positively impact our Community.
• We will create a monitored email address so that our RNOs and community members will have a dedicated email to use to make us aware of any questions, comments, or concerns they have for us.
• We will reach out to our RNOs annually to ensure that lines of communication are open between us and to inquire as to any needs they may have and how we can best support them.
• We will work to participate in RNO meetings as needed and partner with any community projects that the RNO’s need help with through a donation of personnel, volunteer time, and financial support.

It is our priority to make sure that an amicable resolution is reached in response to any question, concern, or complaint. Any question, concern, or complaint will go directly to our HR Director who will then report the concern to the executive team. The HR Director and the executive team will then determine the most mutually beneficial and efficient course of action and relay the results to the entity making the inquiry. We will all work collaboratively with the entity to ensure the questions or issues are resolved in an appropriate and timely manner.

Our Goals for 2023:

1. Achieve 50% BIPOC representation in all of our Colorado locations and leadership team by the end 2023. We have achieved this goal for our leadership team. We will continue to work at 50% in our stores for 2023.
2. Increase representation of LGBTQ+ candidates across all Colorado locations, including Denver, by 20% in 2022. We have successfully increased LGBTQ+ in our CO locations and will continue to seek candidates in 2023.
3. In 2023 we hope to attract more diversity with our inclusive company culture. We will also strive to promote within the company to help disadvantaged groups excel in their careers.

We plan to ensure the success of these goals through our mentorship program and recruitment practices. We have initiated a mentorship program to create opportunities for internal advancement and professional development. Mentors will be trained by skilled leaders who are active listeners and able to help their mentees navigate strategic matters, ethical and moral concerns, marketing, networking, professional decision-making, and more. The mentorship program focuses on creation of growth and opportunities for reflection.

We will measure the success of our mentorship program by the percentage of internal mobility and promotion rates of BIPOC employees from rank across our workforce. At present 30% of our workforce is Women & BIPOC and 68% are in leadership positions. We will update these
percentages at next renewal. We are still working on collecting figures for the entire company and estimate the number to be higher than 30%. We will improve our survey methods to provide a better count for 2023.

In regards to recruiting, we are encouraging candidates from diverse backgrounds to apply by participating in demographic-specific recruitment to intentionally connect with diverse groups of people. This will allow us to ensure that we are genuinely building a pipeline through authentic, meaningful relationships with diverse groups of candidates. We will identify community partners to help us communicate job postings to diverse groups.

Additionally, we have removed required or favored academic disciplines in job descriptions, instead focusing on what skills the role requires. Removing this limitation will help widen the candidate pool and allow us to better communicate the necessary qualifications and skills for each role. We will train our managers on how to identify transferable skills. Additionally, managers will be educated on why non-traditional schools or education are valuable sources of talent.

As it relates to recruiting, our success will be measured by offer acceptance rates (presently at 20% new hire turn over rates (presently at 3%) as well as qualitative data. We will obtain qualitative data through workforce surveys to establish a baseline. At renewal we will report the baseline data and the related progress made towards goal 2.

If the measurable results of our programs indicate a lack of progress towards or achievement of our stated goals, we will revise our strategy accordingly and submit updated plans with our next renewal. As an update we need to put more focus on collecting demographic data from our
employees.

Our goals for our sustainability practices:

Utilize bulk ordering systems to reduce the trips for employees to pick up necessary supplies locally by 50% in 2022 compared to 2021. The implementation of this practice will reduce our location’s carbon footprint. We have successfully consolidated our orders and will continue this practice for 2023.We use couriers to combine orders and reduce total deliveries.

Asking regional managers and executives to use technology (i.e. online meetings) and reduce travel to the store whenever possible. Expecting a 10% reduction in travel to store from 2021, further reducing our location’s carbon footprint. We have successfully reduced in person meetings and utilize online platforms for 90% of meetings. We will continue this practice for 2023.

Obtain City of Denver recycling containers and explore recycling partnerships to facilitate diversion of all recyclable materials, diverting 50% to total facility waste generated from landfills. In 2022 we joined Green for Green. This service sanitizes and resells dram packaging. This program has become popular with customers and helps reduce cannabis waste in landfills.

For 2023 we hope to focus on community cleanup. Our neighborhood is overwhelmed with trash. We will arrange a community cleanup day to pickup trash in our Denver neighborhood.

We will measure the success of our sustainability efforts as follows:

We will compare the dollar value of receipts purchased locally with those purchased through Negociatus. We will also compare the mileage reimbursements submitted by employees from 2022 to 2021. We have moved 60% of purchases to Negociatus. And hope to increase this number for 2023.

We will compare the cost data for government mileage reimbursements submitted from 2022 to 2021 to demonstrate a reduction in transportation. This is tracked in our internal accounting. In 2021, travel reimbursements were 3,325. In 2022, we have reduced travel reimbursements to 1,388.

We will continue to minimize and consolidate store trips for 2023.

We hope to increase recycling enough to reduce current trash dumpster service to bi-weekly from weekly service. This will reduce the amount of trash in the landfill by an estimated 20-40 tons. We have switched to GFL Environmental Services for waste collection. We have reduced the output of trash for a bi-weekly pickup.

Our goals to foster participation in the regulated marijuana industry by people from communities that have been disproportionately impacted by prohibition include:
Establish a baseline report using a list of current vendors owned by minorities and feature those vendors highlighted products 25% of the year.

Increase products purchased from vendors owned by people of color by 10%.

Increase marketing of job opportunities at Rocky Mountain Cannabis in communities disproportionately harmed by marijuana by 50%.

Our CEO joined The MJ Industry Group Social Equity Mentorship program. We hope to expand our reach and ability to make positive change through the cannabis industry. This will also give us insight on what has been successful in other cannabis businesses.

Programs:

We will have our Marketing team evaluate which vendors qualify as woman & BIPOC owned. We will then work with those vendors to arrange product-specific promotions to increase sales of those items.

We will also identify woman & BIPOC-owned vendors which are not currently in our shops.

Marketing and Procurement Departments will work together to assess if we can bring these vendors on to our shops to meet our goal of 10% increase of product being sourced from woman & BIPOC-owned vendors. We have met the 10% goal for 2022 and hope to increase it to 15% in 2023.

Our HR Manager will ensure that job opportunities are posted on job boards and media that targets disproportionately impacted communities and individuals. We will ensure that job descriptions are inclusive, culturally sensitive, and do not inadvertently discourage job applications from people from disproportionately impacted communities. We will adopt an employee handbook and a series of policies and procedures to provide our workforce with a solid base of supportive and informative resources that echo our commitments to diversity, equity, and inclusion.